Doesn’t anyone want to work anymore?
(A common cry heard ‘round the C-Suite.)
The fact is: No, not really. At least it doesn’t seem like it. And yes, there are many who still do.
The tight candidate market is to blame for the apparent availability of lesser-motivated people.
Tie the politics of “socialist leanings” into that, and the word “EARN” has been eroded from our popular vocabulary. No political or social evangelist even comes close to talking about EARNING or living to be ACCOUNTABLE.
So where are the good ones?
Come along for our ride and we’ll show you how to dig under the rocks and what to do once you have found them:
Where are the good ones?
They are right in front of you. In front of us.
Champion specializes in the shop floor, distribution, office, and technical talent acquisition. We interview more people in one week than the typical HR Pro interviews in a year.
- We get our best candidates from personal referrals. Good people tend to know or hang with, other good people. But if you don’t ask for them, you don’t get them. Ask your own staff, friends, neighbors, ask everyone.
- Interview a ton of people, IN PERSON. We interview ALL of our candidates one-on-one. Every. Single. One. After a thorough phone screen. Many times our personal meetings are with more than one person conducting the meeting. You’re hiring a person, not a resume.
- Interview for behaviors, not just skills. Ask WHY? dig deep, question the answers. And then go deeper, again. History can and will repeat itself, both good and bad.
- Get personal. Connect.
- Afraid of EEO? Just don’t be stupid.
- Watch how a person responds to your deep questions.
- If the person passes the first interview test, take them on a tour (Immersion Experience). Fill them with reality about the job, the workplace, and expectations. Watch their reactions. Then ask them for feedback. Question their answers with WHY? Be skeptical, be wary, be honest.
- Ask them WHY YES, WHY NO?…for their job and life-path. Relate job success (with you) to life success.
- Give them damn good reasons to work there. Don’t lie.
- Assign them to good supervisors. Assign them a mentor.
- Stay in touch with them, answer questions, encourage them and pay attention to them. Be honest. Then follow up again, and again. COACH for getting their best.
- Have a SYSTEM to the process. Do it the same every time, but tailor each meeting to the job and the person. Respect the person. Respect the process.
- Then ONBOARD/ IMMERSE your new hire(s). Connect and engage. Never stop. Immersion is NOT “orientation”.>
Will this solve 100% of turnover issues? Heck no. But it will substantially reduce it and it will increase productivity. And retention.
Is your job and environment a “built-in turnover job”? Know what level turnover is acceptable. Then backtrack your system to achieve that.
Some secrets to this success: Hiring With Purpose®
I’m an hourly employee. Want me to be successful and hang around?
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